Institutional dynamics and access to non-farm employment in rural China, 1950–1996

This article examines non-farm employment in the context of Chinese rural institutional change, based on evidence from discrete-time logistic models for event history analysis using the Life History and Social Change survey. We find the transition to non-farm sector rose rapidly during the Great Leap Forward and market reform, while the Cultural Revolution saw it reach the lowest ebb. While male advantage prevailed exclusively during the Cultural Revolution and early marketization, education possessed a stable positive effect in all historical periods. Although the returns to different kinds of political capital vary along with institutional dynamics, intergenerational reproduction was greatly reduced after the Cultural Revolution.     

价值共创引导乡村旅游价值链重构

［目的］通过充分发挥移动互联时代消费者对于价值链、创新链、产业链构建的作用，实现价值共创视角下乡村旅游价值链的重构，解决乡村旅游产业中消费者需求和产业供给不平衡不充分之间的矛盾，推动乡村旅游高效、有序、协调、综合发展。［方法］基于价值共创理论，通过文献研究法和系统论方法，探索性重构乡村旅游价值链。［结果］（1）价值共创引导下的乡村旅游价值链是由基本价值活动、辅助价值活动和价值共创活动共同组成，通过虚拟价值链和传统价值链的互动与融合，实现乡村旅游价值链的新价值创造。（2）价值共创活动是以虚拟价值链为基本特征，以“产消者”创新社区为表现形式，依托移动互联网时代的先进技术，创新性赋予旅游者产品生产者和旅游消费者的“产消者”双重属性，通过将消费者从传统价值链的幕后拉向幕前，实现乡村旅游价值链重构和价值增值。［结论］价值共创引导的乡村旅游价值链需要依托平台思维、共享思维和创新思维进行建设，以消费者需求为导向形成的价值链的开放和互动对于实现乡村旅游供给侧结构性改革具有重大意义。     

乡村森林旅游项目规划中哲学元素运用的个案分析——以宜春市月都花溪谷项目为例

以江西省宜春市"月都花溪谷"乡村森林旅游项目规划中哲学元素的应用为个案,结合哲学理论进行分析。结果表明:乡村森林旅游项目规划应有哲学的自觉,根据项目所在地自然和人文资源禀赋,因地制宜地吸收哲学元素,从而打破乡村森林旅游项目同质化和见物不见人的困局,赋予乡村森林旅游项目以特色和灵魂。因此,提出突破森林旅游项目规划中一元化的经济思维定势、以哲学思维唤起人学意义、因地制宜激发内生式哲学文化活性等启发性建议。     

基于AHP-TOPSIS模型的京津冀家政服务人力资源供给质量评价研究

依托已有的研究成果构建了家政服务人力资源供给质量评价指标体系,利用AHP-TOPSIS模型对京津冀家政服务人力资源供给质量进行了评价和排名,并使用障碍度模型分析了员工制、准员工制、培训学校、中介制四种类型家政机构人力资源供给质量的关键制约因素,在此基础上,给出了不同类型家政机构人力资源供给质量改善的针对性建议,为家政服务人力资源供给质量的改善提供参考依据。     

Talent management of skilled migrants: propositions and an agenda for future research

This paper unpacks the dominant conceptualizations of talent management (TM) in contemporary academic publications, and considers these in relation to the increasingly important workforce population of skilled international migrants. It postulates that TM approaches are generally built from a relatively narrow human capital-based perspective wherein organizations focus on readily accessible and immediate skills, ignoring the longer term strategic potential of the international workforce of skilled migrants, particularly for multinational enterprises and other international organizations. Through a series of propositions, the paper highlights how organizations, in strategically using a more comprehensive TM lens rather than a human capital lens in approaching the TM of skilled migrants, could benefit from improved HRM performance over time. It also proposes a research agenda, by which future studies might test, explore, and further develop understanding on a more strategic utilization of skilled migrants in organizations.     

资本回报率、人力资本投资与收入不平等——基于Galor-Zeira模型的扩展

资本回报率下降对人力资本投资、收入不平等程度有较大影响。本文将可变资本回报率加入Galor-Zeira模型,理论推导发现:收入不平等陷阱并非不可逾越的障碍。当技能劳动力工资高于受教育固定成本时,随着资本回报率下降,接受教育的遗赠临界水平将降低,更多家庭将发现投资人力资本是有利的,稳态的技能劳动力比例将提高。在当前资本回报率下降的大背景下,提高技能劳动力工资、降低受教育成本、对教育贷款实施财政减免优惠、为农村中等教育支出减负和提升农村教育质量、倡导节俭和重视遗赠的文化氛围在长期都有助于提高技能劳动力比重以及缓和收入不平等。     

新中国成立70年农村基本经营制度的历史演进与发展取向——基于农村土地制度和农业经营制度的改革联动视角

研究目的:剖析农村土地制度和农业经营制度的关系,为完善农村基本经营制度提供参考。研究方法:比较分析法、文献研究法。研究结果:新中国成立70年来,农村基本经营制度先后历经新中国成立初期的"农民所有、家庭经营"、改革开放前期的"集体所有、集体经营"到改革开放后期的"集体所有、均田承包、家庭经营",再到现阶段的"集体所有、均田承包和多元经营"4个阶段。在这个过程当中,农村基本经营制度既遵循人口与土地关系、生存与发展关系以及政府与市场关系的大逻辑,又遵循着农村土地制度的"产权逻辑"、农业经营制度的"生产逻辑"等小逻辑。研究结论:为深化农村基本经营制度变革,需加强农村土地制度与农业经营制度联动改革的制度设计,发挥要素、组织和制度的作用,发展多种形式的适度规模经营,实现小农户与现代农业发展的有机衔接。     

Human capital in the Dubai hotel industry: A study of four- and five-star hotels and the HR challenges they face

Dubai brands itself as an international leisure and business center and home to the luxury hotel market. While hotel growth has been, and continues to be rapid, little is known about hotel employees, their demographics or how they feel about working in this industry. This article reports the findings of what is the first review of Dubai hotel human capital, noting there are significant difference in workforce demographics to other countries, for example, it is male dominated, highly educated, and employees note positive levels of organizational social capital. It also highlights potential challenges going forward.